A recruitment agency needs two distinct marketing systems: one to win employer clients and another to attract and nurture candidates. This 90-day framework focuses primarily on agency growth and employer acquisition, while keeping candidate marketing connected to delivery.
Days 1–30: sharpen the market position
- Choose priority sectors, role families and geographies.
- Separate employer and candidate journeys in tracking.
- Audit sector, service and location pages for commercial intent.
- Define CRM stages from employer enquiry to job instruction and placement.
- Review proof: recruiter expertise, placements, testimonials and sector knowledge.
Days 31–60: build employer demand
- Create high-intent pages around the roles and sectors the agency wants to win.
- Use Google Ads selectively where employer search demand is clear.
- Turn recruiter knowledge into useful content for hiring managers.
- Improve enquiry response and follow-up workflows.
- Automate low-risk candidate communications where it improves experience.
Days 61–90: optimise for instructions and placements
Review qualified employer conversations, meetings, job instructions, placements, source attribution and lost reasons. Scale channels associated with commercially useful instructions rather than traffic or application volume alone.
For paid-search planning, see our Google Ads budget for recruitment guide. For the broader offer, visit recruitment marketing.
